Some businesses have trouble keeping employees for a long period of time. It might reflect the management style, the current economy, or simply be a reality common to organizations in that industry. Managers in these companies question the value of training courses. After all, they reason, why pay for PowerPoint training if the employee is going to pack up and leave?
To appreciate the problem, flip the question around. Can you afford not to train employees who don't leave?
Training is a key to success for many reasons. It's not about the investment in that employee but the investment in the company.
Staff who will leave still work for you right now
Even if an employee will leave in six months, that's still six months of work that will be done. Wouldn't it be better to have a trained specialist rather than an untrained novice in that time?
PowerPoint training may be a long-term investment but it carries a significant short-term benefit. For the cost of a day or two of attendance at a course, you get someone who is better qualified to perform the job. You see increased production and increased quality.
A trained user can pass on that knowledge to others. Templates created by this worker can be used by the company long after the person leaves the organization.
PowerPoint training has a positive effect on morale and recruiting. Sending staff off to training sends the message that they are valuable and it encourages them to stay. Most people like learning new things as it keeps the job interesting. The work becomes less frustrating when they actually know what they are doing.
An aggressive training program is a powerful component in attracting new talent. Today's work force has a strong "what's in it for me" attitude. They value staff development programs as much salary, health insurance, or other traditional perks.
Why are people leaving?
This can be the hardest part of managing your organization. Take a long, hard look at the situation.
Who is leaving and why?
Employees are often afraid to talk about the real reasons they are unhappy, fearing retaliation. Create an open and non-judgmental environment so they can feel comfortable voicing their concerns. Don't take complaints personally. View them as opportunities to build a team that will give you a competitive edge.
One common source of employee turnover is compensation. If your salary or benefits package lags behind others in the industry, people will leave for greener pastures. Your budget is not infinite so it is unlikely you can implement a generous package right away. Look for creative ways to show employees you appreciate them. Something as simple as positive feedback doesn't cost you anything but creates an environment that people want to work in.
Refusing training because of turnover is a self-defeating policy. Get the most from your staff by maintaining your skills. You get happier and more productive employees and it might even be a cure for the problem.
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